How to Manage Employees Who Value Stability

Employees who value stability desire to be part of a well-respected organization. They do their best work when their employers have established histories and great reputations.

How to Identify Employees Who Value Stability:

These individuals will work to gain the organization recognition from their peers and colleagues by providing clear examples of the quality of the product or services offered by the organization.

They actively promote the achievements of the company in public forums (social media, Glassdoor, etc.) while happily sporting your brand.

They are excited by business development ventures and always thinking of new ways to celebrate the work the team does.

These people are agitated by unfulfilled goals or promises and want to take on responsibility when it comes to remedying a compromised reputation.

Pros of the Stability-Minded Employee

People who value stability want to work for a company with a great reputation (that includes the employer brand!), so if the organization isn’t already known in the community, you can bet these employees are trying to get your name out there.

Sure, it may seem selfish that someone on your team wants your company’s success for their own gain, but what makes any great relationship work? Mutual benefit. The benefit for you is that your product or service is getting a nice, bright spotlight in the eyes of future employees, current employees, prospective clients, and current customers. The employee’s benefit comes from being able to love where they work.

Startups and small business shouldn’t count these individuals out! Especially if the employee happens to also value challenge or innovation. Someone who wants stability but loves demanding or difficult work will enjoy building a company’s reputation from the ground up.

Cons of the Stability-Minded Employee

They aren’t snobs, but they value prestige. They will do their research and will need some serious convincing if an organization happens to have a poor outlook or past. That doesn’t mean these individuals won’t work for you, but it does mean a skilled candidate who values stability will want to know how you’re going to right the company’s wrongs.

There’s also a chance that an employee’s need for stability comes from their desire to have the best of the best in terms of perks and benefits. In today’s candidate-driven market, it can get pretty dog eat dog when it comes to perks and benefits.

Individuals Who Love Stability Hate:

Everyone can think of that big name company that is known throughout the community as the place to work – the one for which every college student would consider interning (unpaid!) just to include the name on their resume.

If your organization is that company, don’t ever utter the words, “You are lucky to work with us.” It would be frustrating for any employee to hear, but it will make the stability-oriented employee downright mad. Sure, employees are lucky to have jobs at a revered company, but management was also lucky to find those great employees. Because an employee who seeks stability is one who also tries to create it, the news will sound an awful lot like “We don’t really need you here.”

Additionally, it’s important that you don’t look at your company’s reputation as a byproduct. If you’re always dismissing the stability-minded employee’s approach to building up your brand, then they’ll lose interest at work. After that, they’ll start looking for a job with a company that will appreciate their ideas.

Though you may not see stability as a top value, 75 percent of job seekers consider an employer’s brand before even applying, so stability-minded individuals really do have your best interests at heart.

Managing Employees Who Want Stability

Managers should constantly remind the team of the company’s values and mission, as well as all the wonderful work the organization is doing. Keep your stability-minded employees updated about accomplishments, awards, goals, and positive testimonials. Be sure to stay positive when it comes to the future of the organization, and remind your employees to do the same.

Managers will receive bonus points for allowing stability-minded individuals to share new ideas about continuing company growth. Just remember: When it comes to retaining and growing these employees, you want to give parameters. Those who have big ideas love to get carried away by them. Those who value structure and stability probably won’t go too far down the rabbit hole, but everyone can benefit from clear-cut deadlines and plans.

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“Stability” is a nice word. It sparks thoughts of a strong foundation that no one can break. Those who value stability are looking for organizations that have such foundations and that are consistently dedicated to being the best of the best. In return, these employees will bring you their best work and best ideas while happily bragging about your organization’s wins.

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Ryan Mead is the CEO and founder of Vitru, an employee assessment tool that provides recruiters, hiring professionals, coaches, and managers with the insights they need to manage their teams and make better hiring decisions. Powered by science, yet practical and easy to use for a variety of teams, Vitru works for organizations of all sizes. Want to learn more? Visit our blog or sign up for a free team-building personality test account to assess your team today! Tweet me at @GoVitru

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